3 Ways to Revamp Your Hiring Process in 2019

December 3, 2018 | 107 views

With the end of the year approaching, hiring managers and talent acquisition teams are in a crunch to utilize the remainder of their annual budget. After all – you use it, or you lose it! What better way to spend the last of your budget than on investments to improve your hiring processes in the new year? Considering we are at a record breaking unemployment rate, high volume hiring will likely continue well into 2019, so it should be a top priority. Below, we will discuss three areas to consider investing in to ensure your hiring process is top-notch in 2019.

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Platinum HRM

Platinum Human Resource Management is a best-in-class national provider of human resource services. We have a broad range of products for companies seeking solutions to their human resource needs. Whether our clients come to us for reliable and reasonable payroll services, efficient background checks or full administrative outsourcing, we offer programs and support that give peace of mind and excellent results.

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TALENT MANAGEMENT,HR STRATEGY,RECRUITMENT & RETENTION

5 Elements to Retain Millennial and Gen Z Employees

Article | August 2, 2022

Talent retention is one of the biggest issues faced by firms that are expanding quickly. It's easy to neglect retention, soit's crucial to keep your existing workforce engaged while onboarding new ones. This is especially true of Gen Z and Millennial workers. These generations are more inclined to change jobs frequently, as the Great Resignation has brought to light. As a business grows and changes, it is also important to have younger employees who are dedicated and skilled. When it comes to retaining millennial and Gen Z employees, here are five elements to consider emphasizing in your organization. 1 Flexible Work Remote work, flexibility, hybrid culture aren’t just buzzwords for millennials and Gen Zers, it’s what they expect and what makes them consider staying or quitting. The business case for providing more flexibility is that it helps organizations reduce costs incurred from absenteeism, workplace accidents, and employee attrition. 2 Access to Mentorship A CNBC study revealed that 90% of employees with assigned mentors report that they are happy at their jobs. There’s no doubt that greater employee happiness causes higher retention. Both Gen Z and millennials seek mentorship at work as it allows them to pursue their self-development goals. Since virtual mentorships are not limited by geography, more employees are able to connect with a wider range of mentors. 3 Diversity and Inclusion Young employees value a diverse workforce, and diversity, inclusion, and equity are vital expectations to meet. It is one of the factors that help candidates choose their employers. 4 To Wrap It Up While hiring newcomers, it's crucial for growing organizationsto retain their employees. Additionally, since they have a unique set of values and are willing to change employment, your youngest employees deserve special consideration. When engagingthese employees and ensuring the long-term success of your firm, a flexible working style,mentoring programs, and an inclusive atmosphere are essential.

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RECRUITMENT & RETENTION

Is it Time to Upgrade Your Benefits Software?

Article | July 14, 2022

Employee benefits is a crucial piece of the puzzle in the big picture of employee retention and engagement. Many organizations use benefits as a way to attract top quality talent and offer recognition. Not only this, but many more organizations use it to retain employees and provide a meaningful workplace experience. This is why delivering the benefits seamlessly is critical. There has been an exponential increase in the number of organizations adopting benefits software to optimize and automate the process. The ideal benefits software you’re using is efficient, cost-optimized, and sleek, but how do you know it’s time to upgrade. Here are three signs to identify whether it is time to consider a change. It’s No Longer Serving Its Core Functions Sure, when the first time you went digital, you sighed in relief at the amount of paperwork and repetitive tasks you didn’t have to do any longer. Now, as you continue using your current system, you spot gaps in the features, especially in areas that can be easily automated. If you’re wondering whether you need more automation, there’s probably a solution out there that can offer just that. As a human resource management process, this means it’s time to shop for more functionalities that address your concerns. The User-Interface Feels Stale Does your benefits system’s user-interface feel like it doesn’t meet your needs? Ideally, it should simplify the process of delivering benefits and maintaining accurate records, but if it feels tedious to use, this demonstrates that it needs an upgrade. Your benefits software should enable HR to access data in real time, pull up records in a jiffy and create reports on the dashboards. These are just some of the features that modern benefit software offers that make life easy for human resources professionals everywhere. It Isn’t Integrated with Other Systems in Your Technology Infrastructure Today HRM software come with integration-ready solutions. If your benefits software cannot be integrated with other software in your HR tech stack, it’s a clear signal to upgrade. It should also be integrated with your onboarding system, employee engagement, wellness, performance management, and vacation policies. Your tech stack should continuously share data to keep all of the systems and records updated. What’s Next? Now that you’ve established it really is time for an upgrade, what comes next? Whether you need more automation, better compliance or simply a more API-ready system, there are plenty of benefits software providers that offer an integrated solution. Start by identifying the areas that need to be optimized so you can not only address existing issues but overhaul how you deliver benefits. A good benefits software can help you contribute to a better employee experience.

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RECRUITMENT & RETENTION

The Anti-Checklist of Designing the Ideal Recognition Programme

Article | August 19, 2022

When employees feel they are valued in their workplace, they work better and stay longer. There’s no two ways about it. This is why recognition programs are so critical for performance and productivity. It has a proven positive impact on retention, and that’s just another reason why organizations need to cultivate a culture of recognizing and rewarding employees. Recognition comes in many shapes and forms and is demonstrated in tangible and intangible ways. But many companies get it wrong and then wonder why it isn’t delivering the expected impact. Here are just some things organizations shouldn’t do when designing a recognition program that leads to meaningful appraisals. #1 Leaving Equity Out of the Equation A recognition program isn’t mutually exclusive with your company’s diversity, equity, and inclusivity initiatives. It can either feel equitable and improve employee experience or highlight the bias within the organization. A Gallup and Workhuman survey revealed that only 25% of employees think that recognition is equitably given in their organizations. It is also found that recognition is highly impactful for black and Hispanic staff members. One way that companies can avoid neglecting the DEI factor in recognition is with the help of public recognition. It allows employees to feel seen and cement their place within the company. It also fosters the employees’ sense of belonging and helps build employee happiness through mutual recognition. #2 Separating Recognition from the Company Culture Many organizations treat reward and recognition programs as ‘nice to have.’ Without creating an environment of free-flowing appreciation, gratitude and praise, organizations will find it difficult to encourage and nurture employee morale. One way to embed recognition into the company culture is by aligning the principles and values of the company with the recognition program. This creates a meaningful understanding of the values and consistency in how employees identify with the company and its mission. #3 Making Recognition Impersonal and Generic Recognition cannot be one size fits all and many organizations neglect this simple fact. As individuals, your employees will have different ideas and opinions on what builds up the right amount of recognition and how, when and where they’d like to receive it. The best way to ensure you’re on the same page as your employees when it comes to recognition is to ask them. It will provide you with a starting point to design a flexible recognition program. A significant number of employees prefer both formal and informal recognition, which includes peer-to-peer praise and verbal appreciation from their managers and leaders. Incorporating a way to award badges and give shout-outs into the communication channels of the company is the simplest way to achieve this. Final Thoughts Organizations that put the time and care to understand their recognition initiatives are better able to maintain their competitive edge. This anti-checklist gives a glimpse of the many pitfalls that organizations fall into when designing recognition programs. Using it will equip your team to provide a better employee experience and increase the engagement that recognition programs generate.

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DIVERSITY AND INCLUSION

Silent Meetings: A New Trend or Inclusivity at its Finest?

Article | July 5, 2022

Can a meeting be silent? Can something meant to exchange ideas and illustrate visions do away with verbal communication altogether? Popularized almost a decade ago by eCommerge giant Amazon, silent meetings are now taking Silicon Valley by storm. But what’s making them popular, and what happens when people in a meeting are forced to write down their thoughts before they can air them during calls? What Are Silent Meetings? According to a report by Fortune, senior executives are handed a memo at the start of the meeting that they must read in complete silence for over half an hour. They can make notes in the margin that they are encouraged to share and discuss once everyone is done reading the memo. In some companies, employees can make a note of their ideas and inputs in an online document shared by the whole team. Benefits of the Process The most significant benefit that this process yields is the inclusivity factor. According to a study by Northwestern University’s Kellogg School of Management, for 60% of a meeting, the same two people will talk more than other attendees. Silent meetings eliminate imbalanced conversations and create a much-needed diversity of opinions. They are known to increase engagement from participants and make the attendees’ time worthwhile. However, according to Oyster’s head of workplace design, Rhys Black, silent meetings foster deeper participation because attendees are required to be more present to provide written comments. In contrast, traditional meetings only allow one person to be vocal at a time. To Summarize When true collaboration is in order, silent meetings can be a great way to generate individual feedback with some adjustments from everyone in the team. An unsynced document can be shared with each member that aims to educate the team on the problem, propose solutions, and identify a deadline for the solution. This ensures that everyone attending the meeting is on the same page and looped in about possible developments that can then be discussed live in order to maximize the creativity of the people attending the meeting.

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Spotlight

Platinum HRM

Platinum Human Resource Management is a best-in-class national provider of human resource services. We have a broad range of products for companies seeking solutions to their human resource needs. Whether our clients come to us for reliable and reasonable payroll services, efficient background checks or full administrative outsourcing, we offer programs and support that give peace of mind and excellent results.

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Jobvite Expands Integration with Recruiter System Connect Between LinkedIn Recruiter and Jobvite ATS

Jobvite | December 11, 2020

Jobvite, the main start to finish talent acquisition suite provider, reported its arrangements to develop the current joining with Recruiter System Connect (RSC) between LinkedIn Recruiter and Jobvite ATS. Designed to simplify the hiring cycle, the RSC joining with Jobvite empowers recruiters to get to continuous competitor data to settle on compelling talent decisions and force remarkable up-and-comer encounters. The forthcoming Unified Search and Recommended Matches delivers further expand the recruiting efficiencies that RSC and Jobvite clients have just experienced. With Unified Search, recruiters can undoubtedly choose the top talent by sourcing top talent from both the LinkedIn organization and Jobvite records utilizing a solitary pursuit with Jobvite or LinkedIn Recruiter. With Recommended Matches, recruiters can post a new job requisition in Jobvite and quickly source from a pipeline of LinkedIn recommended candidates who best match the job. Similar RSC, Apply Connect is another integration among Jobvite and LinkedIn Jobs that spares recruiters time, while at the same time improving the candidate experience. This combination permits recruiters to naturally present jobs on LinkedIn and get all applications back to Jobvite. Apply Connect permits recruiters to rapidly get to LinkedIn applicant bits of knowledge including skills, organization associations, the candidate's full LinkedIn profile, and more inside Jobvite. Moreover, recruiters can choose top talent by sifting their application as indicated by their abilities and distinguish those that meet the job requirements. Candidates can finish their request for employment without leaving LinkedIn. They'll additionally be told consequently when a spotter has seen their application and when an occupation has closed. This will significantly boost applicant conversion rates.

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Elon Musk’s Boring Company to Hire for a Project in Austin

The Verge | November 10, 2020

The Boring Company, Elon Musk's passage burrowing adventure, might be peering toward its next task in Austin, Texas. The organization as of late posted about six new openings in the city and tweeted well about Austin's dirt. It's not astonishing that the Boring Company would target Austin for its next task. Musk's other organization, Tesla, as of late reported that the city would be the site for its next plant, with an emphasis on Model 3, Model Y, and Cybertruck creation. The positions accessible in Austin range from electrical specialist to mechanical designer, business advancement lead, and specialized selection representative. It's indistinct whether the Boring Company has really started discussions with nearby authorities about a burrowing venture. A representative for the organization didn't promptly react to a solicitation for input. Regardless of whether a potential Austin venture is associated with Tesla's arranged manufacturing plant there additionally stays undetermined. Assuming this is the case, Tesla surely has laid the basis by working with neighborhood authorities for quite a long time on issues encompassing the processing plant. In July, authorities in Austin affirmed a sum of in any event $60 million in property charge refunds for the organization.

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Machine learning removes bias from algorithms and the hiring process

Arena | November 09, 2020

At the premiere Machine Learning Conference (MLConf), November 6, Arena Analytics' Chief Data Scientist Patrick Hagerty will unveil a cutting edge technique that removes 92%-99% of latent bias from algorithmic models. If undetected and unchecked, algorithms can learn, automate, and scale existing human and systemic biases. These models then perpetuate discrimination as they guide decision-makers in selecting people for loans, jobs, criminal investigation, healthcare services, and so much more. Currently, the primary methods of reducing the impact of bias on models has been limited to adjusting input data or adjust models after-the-fact to ensure there is no disparate impact. Recent reporting from the Wall Street Journal confirmed these as the most recent advances, concluding, "It's really up to the software engineers and leaders of the company to figure out how to fix it… [or] go into the algorithm and tweak some of the main factors it considers in making its decisions." For several years, Arena Analytics was also limited to these approaches, but that all changed 9 months ago. Up until then, Arena removed all data from the models that could correlate to protected classifications and then measured demographic parity.

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Jobvite Expands Integration with Recruiter System Connect Between LinkedIn Recruiter and Jobvite ATS

Jobvite | December 11, 2020

Jobvite, the main start to finish talent acquisition suite provider, reported its arrangements to develop the current joining with Recruiter System Connect (RSC) between LinkedIn Recruiter and Jobvite ATS. Designed to simplify the hiring cycle, the RSC joining with Jobvite empowers recruiters to get to continuous competitor data to settle on compelling talent decisions and force remarkable up-and-comer encounters. The forthcoming Unified Search and Recommended Matches delivers further expand the recruiting efficiencies that RSC and Jobvite clients have just experienced. With Unified Search, recruiters can undoubtedly choose the top talent by sourcing top talent from both the LinkedIn organization and Jobvite records utilizing a solitary pursuit with Jobvite or LinkedIn Recruiter. With Recommended Matches, recruiters can post a new job requisition in Jobvite and quickly source from a pipeline of LinkedIn recommended candidates who best match the job. Similar RSC, Apply Connect is another integration among Jobvite and LinkedIn Jobs that spares recruiters time, while at the same time improving the candidate experience. This combination permits recruiters to naturally present jobs on LinkedIn and get all applications back to Jobvite. Apply Connect permits recruiters to rapidly get to LinkedIn applicant bits of knowledge including skills, organization associations, the candidate's full LinkedIn profile, and more inside Jobvite. Moreover, recruiters can choose top talent by sifting their application as indicated by their abilities and distinguish those that meet the job requirements. Candidates can finish their request for employment without leaving LinkedIn. They'll additionally be told consequently when a spotter has seen their application and when an occupation has closed. This will significantly boost applicant conversion rates.

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Elon Musk’s Boring Company to Hire for a Project in Austin

The Verge | November 10, 2020

The Boring Company, Elon Musk's passage burrowing adventure, might be peering toward its next task in Austin, Texas. The organization as of late posted about six new openings in the city and tweeted well about Austin's dirt. It's not astonishing that the Boring Company would target Austin for its next task. Musk's other organization, Tesla, as of late reported that the city would be the site for its next plant, with an emphasis on Model 3, Model Y, and Cybertruck creation. The positions accessible in Austin range from electrical specialist to mechanical designer, business advancement lead, and specialized selection representative. It's indistinct whether the Boring Company has really started discussions with nearby authorities about a burrowing venture. A representative for the organization didn't promptly react to a solicitation for input. Regardless of whether a potential Austin venture is associated with Tesla's arranged manufacturing plant there additionally stays undetermined. Assuming this is the case, Tesla surely has laid the basis by working with neighborhood authorities for quite a long time on issues encompassing the processing plant. In July, authorities in Austin affirmed a sum of in any event $60 million in property charge refunds for the organization.

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